A recent survey conducted by YouGov has shed light on the growing issue of workplace stress, revealing that a third of Gen Z workers (aged 18-24) took time off last year due to stress-related mental health concerns. This makes them the most affected age group, with their stress levels significantly higher than their older counterparts.
Key findings from the survey
The survey, which analysed responses from 2,436 UK workers, found notable generational differences in how stress impacts workers:
- 18-24 years: 33% took time off work due to stress, up 1% from the previous year.
- 25-34 years: 29% reported workplace burnout-related leave, a sharp increase of 23% year-on-year.
- 35-44 years: 25% took stress-related leave, up from 20% the previous year.
- 45-54 years: 14% reported time off, down from 18% the prior year.
- 55+ years: Only 10% needed time off for stress, a decrease from 15% the previous year.
Causes of stress among younger workers
High stress among Gen Z workers was attributed to:
- Unpaid overtime: Many reported working extra hours without compensation to combat rising living costs.
- Workload pressures: Workers aged 25-34 cited increased workloads and job insecurity as primary stressors.
- Inability to disconnect: Only 33% of Gen Z workers said they could switch off from work, compared to 46% of those aged 55 and above.
Generational differences in seeking support
The survey highlights a growing disconnect between younger employees and their managers:
- Trust issues: Just over half (around 55%) of workers aged 18-24 said they felt comfortable discussing stress with their line manager.
- Older workers more likely to seek help: Workers aged 55 and above were more confident in opening up about workplace pressures.
Brian Dow, CEO of a leading mental health charity, commented:
“Our survey clearly shows that young workers are the most vulnerable to stress in the workplace. Employers must modernize their approach to mental health support and foster open communication to rebuild trust with their youngest employees.”
Impact on workplace dynamics
The findings act as a warning sign for employers. Without proactive measures to support young workers, organizations risk losing a generation of talent to burnout or disengagement. Suggested steps include:
- Workplace wellbeing initiatives: Introducing programs co-designed with younger employees.
- Reasonable adjustments: Encouraging flexibility in work arrangements to alleviate stress.
- Training managers: Equipping line managers to handle mental health conversations with sensitivity and care.
Broader implications
The survey also underscores a broader trend of shifting generational attitudes towards work. Younger workers demand better work-life balance and mental health support, challenging employers to adapt their strategies.
DIY skills: A snapshot of generational capabilities
In a separate study by Halfords, it was found that Gen Z is also less likely to engage in basic DIY tasks:
- One in five aged 18-27 didn’t know what a spanner was.
- Nearly a quarter struggled with changing a ceiling light bulb, often citing ladder safety concerns.
While these findings may seem unrelated, they emphasize a shift in attitudes among younger generations, who prioritize professional solutions over traditional, self-reliant approaches.
The Workers Union Says…
“The Workers Union emphasizes that understanding and addressing generational differences is key to creating a healthier, more inclusive workplace fulfilment. Employers must act now to close the generational gap and invest in modern, comprehensive mental health support systems.”
